Podcasts about Retention

How well do you know your ideal customers? Is this something you put the necessary time and attention into? A recent visit at Virgin Hotels in Nashville reminded me just how important this is and how far you can go to surprise and delight as I found lube and a vibrator at the bottom of their nightstand.  We'll talk through how this applies to your business, retention and referrals, and why we should be friends if you feel the same way.   Time Stamps:   (0:10) The Backstory (2:30) Knowing Your Customer (4:12) The Parent Letter (4:43) The Touch Points (6:10) Retention and Referrals ----------

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Send us a textIn this episode, Todd and Jen dive into the two pillars of salon growth: retention (keeping clients coming back) and acquisition (bringing in new ones). Too many salon owners focus on just one—but long-term success requires mastering both.You'll hear practical strategies, client experience tips, and marketing insights drawn straight from the Hello Hair Co. playbook, including how to create loyalty, inspire referrals, and consistently attract new faces without burning out.Key TakeawaysRetention and acquisition aren't either/or — both are essential for lasting salon growth.Consultations (and re-consultations) are the secret to keeping clients loyal.Hospitality and personalization turn good services into unforgettable experiences.Building staff confidence is a leader's job — and prevents overwhelm in new stylists.Smart marketing tools (Google Ads, SEO, automation, reviews, social media) keep new clients coming consistently.Focusing only on retention or only on acquisition will break your business model.Tracking the right KPIs (rebooking, client lifetime value, cost per new client, referrals) shows you what's really working.Episode Timestamps[00:00] – Intro & why Jen refused to kick things off[00:01:30] – Jen's opening take and quote of the week: Vidal Sassoon on why hairdressers are magical[00:03:00] – Todd's opening take, owner perspective: the happiness KPI[00:07:00] – Why retention matters: loyalty, consistency, referrals, and fun[00:11:00] – The consultation game changer: how to re-consult every visit[00:14:30] – Building relationships when your skills are still developing[00:15:00] – Hospitality Playbook: moving beyond snacks and water bottles[00:17:00] – Personalization & note-taking for unforgettable experiences[00:19:00] – Staff happiness and motivation = client happiness[00:21:00] – Helping “baby hair pros” build confidence without overwhelm[00:23:30] – Why acquisition matters: churn, plateaus, and growth[00:26:00] – Automated touchpoints: email & text marketing that works[00:28:30] – Google Ads, SEO, and why outsourcing marketing was a game-changer[00:33:00] – Social media strategy: faces > backs of heads[00:35:00] – Cross-promoting with local businesses & the power of reviews[00:37:00] – KPIs: client lifetime value, cost per client, rebooking, referrals[00:38:30] – Wrap-up + free Hospitality Playbook downloadResources & LinksSubscribe to the 321 Pro Push Newsletter: Real business lessons, strategies, and challenges delivered weekly.Listen to more episodes: the Hello Hair Pro podcastFollow us on Instagram: @hellohairproLinks and Stuff:Our Newsletter Mentoring InquiriesFind more of our things:InstagramHello Hair Pro Website

Mike Kelly, a veteran of senior leadership roles at Michelin and Macy's, now coaches business owners and managers through his advisory, Right Path Enterprises. His mission: to help leaders guide their organizations more effectively by first learning to lead themselves. Unlike many experts, Mike believes that genuine influence begins with leading yourself. Investing in personal growth pays dividends at work, at home, and in the community, he says. Mike is the author of Leaderfluence: Secrets of Leadership Essential to Effectively Leading Yourself and Positively Influencing Others. Among the topics Mike discusses on this week's episode are when to trust the data over your own instinct, how to keep top talent without paying more than you can afford, and why you should encourage your employees to take risks at work. Mike also outlines seven priorities that will enable leaders to look back with confidence, knowing they stayed aligned with what matters most to them. His approach delivers a double benefit: leaders grow as individuals while becoming more effective and inspiring managers. Monday Morning Radio is hosted by the father-son duo of Dean and Maxwell Rotbart. Photo: Mike Kelly,  Right Path EnterprisesPosted: September 15, 2025 Monday Morning Run Time: 48:378 Episode: 14.15 POPULAR EPISODES: Authors Ken Blanchard and Randy Conley Offer 52 Ways to Bolster Employee Satisfaction and Productivity The Enduring Ability of “The Power of Habit” and “Smarter Faster Better” to Improve Your Life Bestselling Author Joanne Lipman Shares Her Formula for Professional and Personal Reinvention

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1809: Nir Eyal explains how focusing on the wrong success metrics can sabotage long-term growth, showing why retention is far more critical than acquisition. By shifting attention to what truly drives lasting engagement, he reveals how businesses and individuals can make better decisions that sustain momentum over time. Read along with the original article(s) here: https://www.nirandfar.com/never-take-your-eyes-off-this-hacker-metric/ Quotes to ponder: “Acquisition brings people in the door, but retention keeps them from leaving.” “Chasing growth without retention is like filling a leaky bucket.” “Retention is the core metric that determines if your product becomes a habit.” Episode references: Hooked: https://www.amazon.com/Hooked-How-Build-Habit-Forming-Products/dp/1591847788 Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we're joined by Offer Yehudai, CEO at Arya - a subscription platform helping couples around the world reignite passion and intimacy through curated products, educational videos, and expert guidance.With 15+ years of experience building marketplaces and keeping apps free, Offer co-founded Inneractive, scaled it to an acquisition, then led at Fyber and Digital Turbine before switching gears to tackle one of the most universal human needs: connection.Offer will share real-world insights on go-to-market strategy, paywall experiments, monetization tactics, retention strategies (like hitting 87% usage retention by month-12), and how to apply a product-driven mindset across both apps and subscription businesses.Whether you're an indie founder or a scaling studio, this session is packed with actionable strategies for launching, growing, and sustaining a successful product in today's competitive landscape.You will discover:✅ How to design paywall experiments that actually move the needle✅ Go-to-market strategies for launching and scaling apps✅ Web vs App: when and how to go beyond the stores✅ Retention strategies to turn early users into long-term customersLearn More:Arya is hiring marketers and product managers - check out https://www.arya.fyi/ if you're looking to join a mission-driven team!You can also watch this video here ⁠https://youtube.com/live/xHB1N14DBIMWant expert guidance to grow your app? Book a quick call with App Masters:https://appmasters.com/contact-us/Indie App Santa: https://www.indieappsanta.comGet training, coaching, and community: ⁠https://appmastersacademy.com/*********************************************SPONSORSArcads is the fastest and best indie-friendly platform to create authentic, AI-powered UGC-style video ads — all from just text input.- Emotionally resonant, human-like videos- Perfect for app demos, testimonials, and paid social creatives- Built for speed, built to convertWhether you're launching or scaling, Arcads makes it easy to test and iterate video ads.Try it now: https://www.arcads.ai/?comet_custom=appmasters*********************************************Everyone's talking about web2app funnels - the breakthrough strategy maximizing mobile revenue. But building them in-house takes months of development. web2wave eliminates the complexity with their innovative all-in-one platform✅ AI funnel generator✅ powerful drag-and-drop quiz builder✅ streamlined payments✅ comprehensive analytics✅ smart A/B testing✅ and moreLaunch high-performing web2app funnels in days, not months.Visit https://web2wave.com/ to create your web2app funnel for free.*********************************************Follow us:YouTube: ⁠AppMasters.com/YouTube⁠Instagram: ⁠@App MastersTwitter: ⁠@App MastersTikTok: ⁠@stevepyoung⁠Facebook: ⁠App Masters⁠*********************************************

Ronan Wordsworth addresses a persistent recruitment and retention crisis in Five Eyes militaries, spanning decades. Younger generations, particularly Gen Z, favor STEM careers offering flexibility and better pay over military discipline. Militaries are responding with increased advertising, flexible service models, lateral entry for skilled professionals, and significant pay raises and bonuses. Low morale, stemming from unpopular past wars and perceived institutional guilt, also significantly impacts retention rates. 1870 GARDE NATIONAL

Putting the customer at the center has been preached for years, yet too often, B2B marketers are told to chase net new logos and leave expansion for someone else. That approach leaves growth on the table. Delighted customers are your advocates, your storytellers, your engine for long-term success. Every company says it listens to customers. In this conversation, Drew and guests Allyson Havener (HG Insights), JD Dillon (Tigo Energy), and Alan Gonsenhauser (Demand Revenue) show how listening turns into concrete action, how feedback becomes a system, and how customer voices drive lasting growth. In this episode:  Allyson on how reviews, surveys, and customer spotlights at TrustRadius feed marketing and influence buying decisions early  JD on how Tigo's Green Glove Program creates loyalty through installer support and a seal of quality  Alan on why retention is a financial driver CMOs must track as closely as revenue  Plus:  Why framing churn as retention keeps teams motivated  How to bring the customer voice into leadership discussions  The metrics that capture customer impact, from adoption to earned growth  How to operationalize cross-functional alignment around the customer  Catch this episode to hear how customer voices shape strategy, culture, and growth.  For full show notes and transcripts, visit https://renegademarketing.com/podcasts/ To learn more about CMO Huddles, visit https://cmohuddles.com/

What if HR wasn't the department you dreaded — but the partner that helped your team thrive?  In this episode of Scaling UP! H2O, host Trace Blackmore welcomes Tia Amundson, HR Director at HOH Water Technology, to explore how human resources can be a strategic driver of talent, culture, and profitability in the water treatment industry.  Redefining HR's Role  Tia shares her journey into water treatment and how she built HOH's HR department from the ground up. Instead of treating HR as a compliance function, she reframed it as a leadership partner—focused on employee connections, transparent communication, and culture building. From structured check-ins at 30, 60, and 90 days to coaching managers and bridging communication gaps, her approach ensures employees feel supported, heard, and connected.  Culture as Competitive Advantage  HOH's success story demonstrates how culture directly shapes business outcomes. Tia explains how open-book management, employee engagement surveys, and intentional recognition programs have increased retention, profitability, and trust across the organization. By aligning HR strategies with EOS (Entrepreneurial Operating System), HOH has cultivated an environment where employees thrive and deliver exceptional service.  Talent, Retention, and the Future of HR  Finding and retaining the right people remains one of the industry's biggest challenges. Tia outlines the importance of a clear employee value proposition, authentic recruiting practices, and a commitment to work-life balance. She also discusses how HR will evolve over the next decade, balancing automation with the irreplaceable human element of caring for people.  Dream Management and Employee Growth  As a Certified Dream Manager, Tia integrates personal growth with professional development. By helping employees pursue their own dreams, HOH has fostered deeper engagement, loyalty, and breakthroughs that extend far beyond the workplace.  Conclusion  For leaders in the water treatment industry, this episode challenges you to view HR not as a cost center, but as a powerful lever for long-term success. Strategic HR practices can reduce turnover, build culture, and give your organization a competitive edge.  Stay engaged, keep learning, and continue scaling up your knowledge!    Timestamps  02:28 - Trace Blackmore welcomes listeners, shares personal “sharpen the saw” growth theme  04:53 - Sharpen-the-saw story  08:10 - Water You Know with James McDonald  10:05 - Upcoming Events for Water Treatment Professionals   13:15 - Interview with a friend and Rising Tide Mastermind member Tia Amundson, HR Director, HOH Water Technology   13:30 - HR as employee connection + leadership alignment, not a “principal's office”  16:32 - From hiring to long-term care  19:14 - Coaching managers  23:49 - Turnover → P&L  33:12 – Recruitment Realities   44:03 – Dream Manager Program  48:11 – Overcoming Skepticism   50:02 – The Future of HR  51:13 – Start/Stop for HR  52:50 – Foundational operating system (EOS) first    Quotes  “HR isn't about punishment—it's about building trust, culture, and strategic advantage.”  “Pour into your employees, and they will pour into their work. That discretionary effort is what differentiates great companies.”  “Open communication and transparency aren't soft skills—they're the foundation of an intentional culture.”  “We started this interview saying we'd shatter how people think about HR—and I think we've shattered about a dozen things already.”   “When you engage employees in their personal dreams, you directly impact workplace engagement.”    Connect with Tia Amundson Phone: +12247721377  Email: tamundson@hohwatertechnology.com   Website: www.hohwatertechnology.com   LinkedIn: https://www.linkedin.com/in/tia-amundson-shrm-cp/     Guest Resources Mentioned   HOH Water Technology   EOS (Entrepreneurial Operating System)   Gallup Q12 Engagement Survey   The Dream Manager by Matthew Kelly  How to Be a Great Boss: Gino Wickman, René Boer  Traction by Gino Wickman  Three Signs of a Miserable Job by Patrick Lencioni   Wellbeing at Work: How to Build Resilient and Thriving Teams by Jim Clifton (Author) & Jim Harter   People: Dare to Build an Intentional Culture (The EOS Mastery Series) by Mark O'Donnell (Author), Kelly Knight (Author), CJ DuBe' (Author)   Beyond High Performance by Jason Jaggard    Scaling UP! H2O Resources Mentioned  AWT (Association of Water Technologies)  Industrial Water Week  Scaling UP! H2O's Industrial Water Week Resources Scaling UP! H2O Academy video courses Submit a Show Idea  The Rising Tide Mastermind   Water You Know with James McDonald  Question: What are some reasons for softener resin beads to crack?    2025 Events for Water Professionals  Check out our Scaling UP! H2O Events Calendar where we've listed every event Water Treaters should be aware of by clicking HERE.     

Retaining patients is important — but it's not enough for long-term success! In this episode, Kirk Behrendt brings back Miranda Beeson, ACT's director of education, to share a framework and system for rethinking retention and creating loyal patients who advocate for your practice. To learn how to create lasting relationships with the ultimate patient experience, listen to Episode 942 of The Best Practices Show!Learn More About Miranda:Send Miranda an email: miranda@actdental.com Follow Miranda on ACT's Instagram: https://www.instagram.com/actdentalSend Courtney an email: courtney@actdental.com Send Gina an email: gina@actdental.com More Helpful Links for a Better Practice & a Better Life:Subscribe to The Best Practices Show: https://the-best-practices-show.captivate.fm/listenJoin The Best Practices Association: https://www.actdental.com/bpaDownload ACT's BPA app on the Apple App Store: https://apps.apple.com/us/app/best-practices-association/id6738960360Download ACT's BPA app on the Google Play Store: https://play.google.com/store/apps/details?id=com.actdental.join&hl=en_USJoin ACT's To The Top Study Club: https://www.actdental.com/tttGet The Best Practices Magazine for free: https://www.actdental.com/magazinePlease leave us a review on the podcast: https://podcasts.apple.com/us/podcast/the-best-practices-show-with-kirk-behrendt/id1223838218Episode Resources:Watch the video version of Episode 942: https://www.youtube.com/@actdental/videosRegister for ACT's BPA to access Creating a 6-Star Patient Experience: https://www.actdental.com/bpaRegister for ACT's To The Top Study Club (October 17, 2025): https://www.eventbrite.com/e/climb-with-us-register-for-october-17-2025-ttt-study-club-tickets-1218436780209?aff=odcleoeventsincollectionRegister for ACT's To The Top Study Club (October 24, 2025): https://www.eventbrite.com/e/climb-with-us-register-for-october-24-2025-ttt-study-club-tickets-1218452908449?aff=odcleoeventsincollectionMain Takeaways:Don't spend all

Federal pay caps are contributing to ongoing recruitment and retention challenges in the Defense Department's blue-collar workforce. A new report from the Government Accountability Office has found that multiple DoD installations are struggling to keep employees in the Federal Wage System, due to longstanding pay limitations set by Congress. GAO also pointed to evidence that the pay rates for blue-collar federal employees have deviated from pay rates in the larger labor market, making it even harder for DoD to compete with the private sector. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Für die heutige Folge haben wir uns den wunderbaren Julian Jessen geschnappt, Founder und CEO von DevHelden.DevHelden ist die führende Agentur für individuelle App Entwicklung im eCommerce Bereich und betreut unter anderem Marken wie Teveo, BSTN oder Koro, aber auch viele kleinere Brands aus den unterschiedlichsten BranchenWir sprechen darüber warum man als eCommerce Unternehmen eine eigene App haben sollte, welchen Hebel diese für Community Building darstellen und wie man eine gute App Strategie rund um Produkte baut, wo auf den ersten Blick vielleicht eher weniger klar ist, warum man eine App bauen sollteAufgenommen haben wir im schönen Flensburger Office bei Sonnenschein und bester Laune und rausgekommen sind 60 Minuten sehr unterhaltsamer Deep Dive rund ums Thema App:(00:00) Intro(02:44) Vorstellung Julian & DevHelden(03:48) Für wen lohnen sich Apps(07:40) Daten sammeln in Apps(09:37) Zusammenarbeit mit Agenturen(10:36) Android vs. iOS(12:53) DevHelden vs. Baukastensysteme(14:02) Real Life Use Case: Teveo Treasure Hunt auf der FIBO(19:30) Kosten für Apps(21:24) Return on App-Spend: Was bringt eine App?(23:48) Beispiel-Case: Mozart Bett(26:46) Kundenaktivierung über App(34:14) Real Life Use Case: TRIXIE Hundebedarf(37:47) Real Life Use Case: Olakala(40:23) Apps als Retention- & Community-Treiber(50:31) Endnutzersicht: Wie viele Apps sind zu viele Apps?(58:51) In-App Liefertracking Über Julian Jessen> DevHelden Website> Julian auf LinkedInwieCommerce? Social Links>⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠>⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Weitere Plattformen⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠CreditsLogo Design: Naim SolisIntro & Jingles: Kurt WoischytzkyFotos: Stefan GrauIntro-Video: Tim Solle

What if HR stopped being the department of “no” and became the heartbeat of transformation in your business? Nikki is joined by Raina Fryer of Titus Talent Strategies to flip the script on what HR should be. Broadcasting live from the PeopleForward Network studio at CultureCon® 2025, this episode dives into how people leaders can ditch outdated playbooks and embrace a bold, modern approach to leading humans. Raina challenges us to rethink everything, from the language we use to how we train, hire, and retain our teams. She brings fresh insights on cross-functional leadership, performance-based hiring, and how to actually treat HR as a strategic partner, not just a rule enforcer. This episode is a must-listen for anyone committed to building people-first cultures.   Additional Resources: Connect with Raina Learn more about Titus Talent Strategies Reach out to Titus Watch Gut + Science (and more) on YouTube! Connect with Nikki on LinkedIn Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network   Key Takeaways: HR must shift from compliance to strategic partnership. Rethinking titles like "HR" can reflect a more modern role. Let go of control; embrace creativity and ambiguity. Hiring should focus on long-term performance, not just quick fills. Retention starts with great onboarding, mentorship, and purpose.  

In this episode of the Beacon Way podcast, Adrienne Wilkerson welcomes Gerry Gadoury, a 25-year veteran of the tech professional services industry. Gerry discusses his diverse career, which includes roles as a recruiter, salesperson, manager, consultant, trainer, executive, speaker, author, and business owner. He shares insights about his Destination Employer Methodology, aimed at helping startups and scaling companies attract and retain top talent. Gerry emphasizes the critical role of culture in building high-performing teams and discusses the importance of intentionality in business decisions. He also introduces the industry's first cybersecurity and tech-focused Recruitment and Retention as a Service (R-A-A-S) platform. Tune in to learn how to create a thriving culture in your tech company and achieve business success. Connect with Gerry on LinkedIn: https://www.linkedin.com/in/gerrygadoury/  Be sure to check out his podcast: https://www.youtube.com/@GerryGadoury Purchase a copy of his book, Destination Employer: https://www.amazon.com/dp/B0CR352P8M?ref=cm_sw_r_ffobk_cp_ud_dp_PC8459TN8BN3R8F94SRP&ref_=cm_sw_r_ffobk_cp_ud_dp_PC8459TN8BN3R8F94SRP&social_share=cm_sw_r_ffobk_cp_ud_dp_PC8459TN8BN3R8F94SRP&bestFormat=true&csmig=1 

This week, we're joined by Rachel Crume, KDFWR's R3 Program Coordinator, and Megan Bagby from the R3 Branch. We kick things off with early season deer hunting strategies, and Rachel—who's also an experienced deer tracker—shares valuable post-shot advice every hunter can use this fall. From there, we dive into the work of the R3 Branch (Recruitment, Retention, and Reactivation), highlighting how they help get people outdoors and involved in hunting, fishing, and other wildlife-related activities. Programs like Becoming an Outdoors Woman workshops and Hunter Education courses are just a couple of examples we cover. We round things out with some fishing talk and a few fun side topics along the way.

The engineering industry is staring down a projected shortfall of 600,000 engineers by 2027. Recruiting alone won't close the gap. Retention and equity have to be part of the conversation. In this episode of Wine After Work, Bryce sits down with Michele Heyward—civil engineer turned tech founder and CEO of PositiveHire—to talk about why engineers are leaving the profession and how firms can rethink workplace culture to keep them. We cover: Why 40% of women engineers leave between 10–20 years into their careers The persistent barriers to retaining women and underrepresented talent in engineering Why graduating more women engineers isn't solving the pipeline problem Practical steps AEC firms can take to make workplaces more inclusive and sustainable About Michele Heyward: Dirt road born and raised in rural South Carolina, Michele Heyward is a civil engineer turned tech founder on a mission to build a more equitable infrastructure future, one inclusive workforce at a time. As CEO of PositiveHire, she's helping AEC firms tackle two of their biggest challenges: the engineering talent shortage and the underrepresentation of women of color in technical roles. Michele holds a BS in Civil Engineering and an MS in Industrial Management from Clemson University. She spent over a decade in the energy sector as a construction project manager, where she helped build the power grid, breaking gender barriers in the field. Her career spans technical sales, technology transfer, and leading billion-dollar infrastructure projects. Recognizing that solving the engineering talent crisis means retaining the talent you already have, Michele launched PH Balanced, a proprietary software platform that helps AEC companies retain technical professionals, especially mid-level women of color engineers and scientists. As a 2024 LinkedIn Top Voice, Michele uses the platform to connect with industry leaders and share practical insights on how to close the gap between workforce needs and inclusive innovation. She believes the future of infrastructure starts with who's at the table—and she's here to make sure it's not the same few faces.

Today, we are joined by Drs. Robert and Elizabeth Bjork.Dr. Robert A. Bjork is a Distinguished Professor of Psychology at UCLA and one of the world's foremost experts on human learning and memory. His pioneering research on concepts such as desirable difficulties, retrieval practice, and goal-directed forgetting has fundamentally reshaped how we understand what it means to learn effectively. For decades, Dr. Bjork has guided educators, leaders, and organizations in applying evidence-based strategies that enhance retention, mastery, and long-term performance. His work bridges the gap between theory and practice, helping learners update their "learning operating systems" for real-world results.Dr. Elizabeth L. Bjork is an accomplished researcher and applied learning expert, renowned for translating cutting-edge memory science into actionable strategies for adults and organizations. Her work emphasizes metacognition, context-dependent learning, and practical approaches to improving retention and skill transfer in professional settings. Elizabeth's research and guidance empower leaders, trainers, and educators to design learning experiences that stick, fostering mastery, confidence, and measurable impact across teams and organizations.In this continuation of our conversation, we dive deeper into practical applications of learning science for professional development. The Bjorks reveal why re-reading and highlighting create illusions of learning, how goal-directed forgetting helps us adapt to change, and why making mistakes should be embraced rather than avoided. They also share insights on leveraging technology effectively and discuss surprising research findings that have shaped their understanding of human learning.Key topics include:-Why re-reading and highlighting create false confidence in learning effectiveness-How retrieval practice and self-testing reveal true knowledge gaps-Goal-directed forgetting and letting go of outdated knowledge to learn new skills-The challenge of interference between old and new learning in professional settings-Using technology like AI to enhance rather than replace the learning process-How competitive multiple choice questions can improve learning outcomes-The power of pretesting to prime learning even when answers are unknown-Why taking notes verbatim can actually suppress learning and comprehension-How early foundational learning can help level educational playing fields-Embracing mistakes and failures as essential opportunities for deeper learningWhether you're designing training programs, leading professional development, or seeking to optimize your own learning effectiveness, this conversation provides research-backed strategies for creating lasting knowledge and skill acquisition in our rapidly changing world.The Bjorks' Research: https://bjorklab.psych.ucla.edu/research/-Website and live online programs: http://ims-online.comBlog: https://blog.ims-online.com/Podcast: https://ims-online.com/podcasts/LinkedIn: https://www.linkedin.com/in/charlesgood/Twitter: https://twitter.com/charlesgood99Chapters:(00:00) Introduction(01:00) Tool: Why Re-reading and Highlighting Create Illusions of Learning(04:00) Technique: Goal-Directed Forgetting and Letting Go of Outdated Knowledge(08:00) Tip: Managing Interference Between Old and New Learning(10:00) Tool: Using Technology and AI to Enhance Learning Effectiveness(13:00) Technique: Creating Competitive Multiple Choice Questions for Better Learning(15:00) Tip: Surprising Research Findings on Zero Learning from Immediate Repetition(18:00) Tool: The Power of Pretesting to Prime Learning and Retention(21:00) Technique: Why Making Mistakes Enhances Learning More Than Getting Answers Right(23:00) Tip: Future Directions for Learning Science and Educational Equity(25:00) Conclusion

Stephen Crewdson, senior director of global insurance intelligence at J.D. Power, said rising premiums are challenging small commercial insurers, but service quality, communication and understanding customers' businesses are now the top factors keeping clients loyal.

In this week's edition of the AmiSights Podcast, Joey Coleman discusses the critical importance of employee retention and experience, emphasizing that the first 100 days of an employee's journey are crucial for their long-term engagement. "When we think of employee experience and customer experience, they're actually two sides of the same coin. As we improve one and polish one up, the other one increases in value and shine as well. And vice versa. If your employee experience is going down and down, I can almost guarantee that your customer interactions are getting more and more negative as well."Today's episode explores the importance of customer and employee retention, drawing on insights from Joey Coleman's books Never Lose a Customer Again and Never Lose an Employee Again. It also addresses the challenges and strategies of maintaining company culture and employee engagement in a virtual, global work environment, while highlighting the powerful connection between employee experience and customer experience—and how strengthening one can directly enhance the other.Connect with Joey: https://www.linkedin.com/in/joeycoleman1/Recorded on 8/12/25

In this episode of the Savvy Dentist Podcast, Jesse Green sits down with Shep Hyken, a world-renowned expert on customer experience and service. Shep is an award-winning keynote speaker, researcher, and New York Times and Wall Street Journal bestselling author of eight books, including I'll Be Back: How to Get Customers to Come Back Again and Again. Shep has worked with some of the world's most iconic brands - from Disney to Lexus to the Four Seasons - helping them create exceptional experiences that build loyalty.In this conversation, Shep unpacks the difference between customer satisfaction and loyalty, the role of technology in modern experiences, and how dental practices can borrow strategies from other industries to keep patients coming back again and again. In this episode:[01:13] Why great customer experiences are still so rare and what businesses get wrong[05:08] A dental example of how digitisation can improve patient experience[06:57] Why so many people avoid calling customer support - and what that means for your practice[10:45] Retention vs loyalty: what really makes patients come back[13:27] Why satisfaction isn't enough and how to create an emotional connection with patients[15:37] The power of small human touches that create lasting loyalty[19:12] Why every team member is an ambassador for the customer experience[24:03] The role of technology, AI, and chatbots in creating seamless patient experiences[34:28] Shep's favourite customer experiences and what every dental practice can learn from them. Links and Resources:Shep Hyken WebsiteShep Hyken on LinkedInShep TV on YouTubeShep Hyken on FacebookJoin the free Savvy Dentist Facebook GroupFollow Dr Jesse Green on LinkedInVisit Savvy Dentist websiteMentioned in this episode:Mid Roll Ad PM Masterclass 2025Click on the link below to find out more about the Practice Manager Masterclass here. PM-Masterclass Sept 25

Diese ChefTreff Folge nimmt Dich mit auf eine Reise an die Schnittstelle von Gesundheit, E-Commerce und Digitalisierung. Zu Gast bei Host Sven Rittau ist Dorit Posdorf, CMO von DocMorris, die nach einer Karriere in der Strategieberatung und Stationen bei C&A, Outfittery und Flaconi heute die Kommunikation und Markenführung eines der spannendsten Player im europäischen Gesundheitsmarkt verantwortet. Im Gespräch geht es um die Herausforderungen und Chancen, die das E-Rezept mit sich bringt, die Transformation von DocMorris von einer Online-Apotheke hin zu einer ganzheitlichen „Health in one click“-Plattform und die Frage, wie Führung in Zeiten von Unsicherheit und technologischer Disruption gelingt. Wie behauptet man sich in einem Markt, in dem Regulierung, Digitalisierung und neue Wettbewerber gleichzeitig Druck erzeugen? Und welche Rolle spielen Kundenverständnis, Vertrauen in die Marke und die Fähigkeit, Innovationen wirklich in die Organisation zu tragen? In dieser Folge mit Dorit Posdorf und Sven Rittau lernst Du:

Parenting hacks, diaper duty, and unsubscribe spikes all in one bathroom break? Yep. Jay Schwedelson and Daniel Murray manage to mix dad life with marketing reality in this episode, digging into why unsubscribes peak at the end of the year and what smart marketers should (and shouldn't) do about it. It's funny, a little chaotic, and surprisingly reassuring if you've ever stared at your dashboard panicking over lost subscribers.ㅤBest Moments:(01:00) Daniel shares the highs of new fatherhood and the lows of no sleep(01:23) Using ChatGPT for parenting questions from formula to baby sleep(02:11) Diaper changes as a volume game and a proud dad metric(02:45) Jay explains why unsubscribes spike 200%+ in Q4(03:16) Daniel on welcome offers and why your next deal must beat the first one(06:26) The myth of “AI-written” newsletters and how readers misjudge tone(08:00) Retention curves show when unsubscribes actually stabilize(09:14) Daniel sets firm baby visitor rules: wash hands, no kissing, Tdap requiredㅤCheck out our 100% FREE + VIRTUAL EVENTS! ->Guru Conference - The World's Largest Virtual EMAIL MARKETING Conference - Nov 6-7!Register here: www.GuruConference.comㅤCheck out Jay's YOUTUBE Channel: https://www.youtube.com/@schwedelsonCheck out Jay's TIKTOK: https://www.tiktok.com/@schwedelsonCheck Out Jay's INSTAGRAM: https://www.instagram.com/jayschwedelson/ㅤMASSIVE thank you to our Sponsor, Marigold!!Email chaos across campuses, branches, or chapters? Emma by Marigold lets HQ keep control while local teams send on-brand, on-time messages with ease.Podcast & GURU listeners: 50 % off your first 3 months with an annual plan (new customers, 10 k-contact minimum, terms apply).Claim your offer now at jayschwedelson.com/emma

Contributor: Travis Barlock MD Educational Pearls: Meningitis retention syndrome is a relatively novel and rare clinical condition Aseptic meningitis + acute urinary retention One study reports an incidence of about 8% in patients with acute aseptic meningitis Clinical presentation Typical meningeal symptoms including fever, stiff neck, and headache Urinary retention occurs about one week after initial symptoms Potential pathophysiology Immune-mediated dysfunction of the central nervous system Detrusor muscle underactivity from inflammation of the spinal cord Management Supportive care Bladder decompression References Hiraga A, Kuwabara S. Meningitis-retention syndrome: Clinical features, frequency and prognosis. J Neurol Sci. 2018;390:261-264. doi:10.1016/j.jns.2018.05.008 Pellegrino F, Funiciello E, Pruccoli G, et al. Meningitis-retention syndrome: a review and update of an unrecognized clinical condition. Neurol Sci. 2023;44(6):1949-1957. doi:10.1007/s10072-023-06704-0 Summarized & Edited by Jorge Chalit, OMS4 Get your tickets to Tox Talks Event, Sept 11, 2025: https://emergencymedicalminute.org/events-2/ Donate: https://emergencymedicalminute.org/donate/  

In this episode, we explore why AI is the next big business lever for e-commerce. Dr. Jonathan Snow, Chief Innovation Officer at Avenue Z, shares how brands can leverage AI for media buying, content creation, and search optimization to boost visibility, conversions, and retention. He also explains the biggest risks for brands that aren't adapting to AI and how a new "AI Search Visibility Index" helps businesses stay ahead.Topics discussed in this episode:  Why brands need to launch 500-1000 ads per month. What the AI Search Visibility Index reveals. How AI search traffic converts at higher rates. Why most AI search traffic is invisible to tracking. What three pillars drive AI search optimization. How brands can use AI for retention marketing. What results a TikTok Shop brand achieved. Why brands need eight-figure revenue budgets. How brands risk being left behind. What post-purchase surveys reveal about AI traffic. Links & Resources Website: https://avenuez.com/LinkedIn: https://www.linkedin.com/in/drjonsnow/X/Twitter: https://x.com/drjonathansnowBlog: https://www.blog.jonathansnow.com/Get access to more free resources by visiting the show notes athttps://tinyurl.com/35459nasSupport the showMORE RESOURCES Get Free Insights: https://newsletter.ecommercecoffeebreak.com/ Rate & Review: Help others discover the show by rating the show on Apple Podcasts at https://tinyurl.com/ecb-apple-podcasts Partner with us: https://ecommercecoffeebreak.com/podcast-sponsorship/ Follow the podcast to get every bonus episode. Tap follow now and don't miss out!

What is one of the best ways to retain clients after an appointment? Here is my $.02...

Send us a textPodcast guest, Cory Pinegar, is the founder of Teem, a leading provider of Virtual Assistants for healthcare practices. With over eight years in healthcare, he was an early employee at Weave and later built Reach, one of the largest dental-specific call centers in the U.S. Today, he employs thousands of remote team members across 10 countries, helping practices find reliable, engaged, and cost-effective support. Cory serves on the boards of the Parkinson's Foundation and Verrific and is passionate about advancing healthcare innovation. His companies have been named among the fastest-growing by Inc. 500 multiple times.In this episode of Vet Life Reimagined, we explore how virtual assistants are helping veterinary professionals work smarter, not harder. You'll hear the story of Cory Pinegar, founder of Teem, whose personal experiences inspired him to dedicate his career to supporting healthcare providers. Then, Kelly Cronin, with over 30 years in veterinary medicine, shares how Teem's veterinary virtual assistants are changing workflows, improving retention, and giving teams more time for what matters most.

Workplace culture has become a defining factor in employee retention and performance. According to research from EnterpriseAlumni, employees who are not recognized are 8× more likely to be actively disengaged and 4× more likely to look for a new job. In other words, when recognition and culture are lacking, organizations face serious risks in both engagement and retention. For leaders, the challenge is clear: how can they create environments that foster trust, collaboration, and joy while strengthening team culture and keeping employees committed for the long haul?So, how can humor, often seen as lighthearted or even trivial, actually transform leadership, team effectiveness, and workplace culture in meaningful ways?On this episode of DisruptED, host Darin Francis speaks with David Mammano, Founder and CEO of Mammano Ventures. Mammano—an entrepreneur, speaker, and humorist—shares how his experiences in comedy and business intersect to create a framework where levity isn't just entertainment, but a driver of trust, retention, and performance. From college enrollment challenges to corporate leadership, this discussion highlights how humor can make difficult times more bearable and great times even better.Key Points from the Conversation:Humor as Strategy, Not Fluff: Research indicates that professionallyapplied humor enhances trust, collaboration, and retention across various industries.Leadership Through Levity: Leaders who laugh at themselves and foster a lighter culture open doors for communication, creativity, and problem-solving while avoiding the pitfalls of rigidity or cynicism.Culture and Retention: Environments that incorporate humor see higher employee satisfaction and loyalty, which in turn attracts top talent and creates word-of-mouth recruitment.David Mammano is the Founder and CEO of Mammano Ventures, an accomplished entrepreneur who has launched seven businesses from scratch. He is a three-time Inc. Magazine 5000 Growth Company awardee and a two-time TEDx speaker. In addition to running companies, Mammano is a professional speaker, show host, and “inspirational humorist,” blending his passions for comedy, leadership, and workplace culture to help organizations thrive. His work bridges research-backed insights with real-world leadership strategies, showing that humor isn't just a soft skill but a core element of success.

This episode is a special recording of a masterclass I recently delivered inside my Lifestyle Wealth Mastermind — all about retention and building 12-month online coaching clients.

Join Marvin Cash on The Articulate Fly for another Casting Angles segment with expert instructor Mac Brown, where they explore the path from basic technique to true casting mastery. Brown, a renowned fly fishing guide and casting instructor from Bryson City, North Carolina, brings decades of teaching experience to discuss the four stages of learning that transform mechanical casting into effortless, flow-state performance.Perfect timing for the post-Labor Day transition period, this episode dives into advanced line control techniques, kinesthetic learning approaches and why skill retention matters more than flashy one-time performance. Brown reveals how understanding the "why" behind casting mechanics eliminates performance anxiety and joint freezing, while his progressive teaching method ensures anglers build consistency before advancing to the next skill level. Learn about curve casts, double haul variations and systematic approaches to building a complete arsenal of casting techniques that utilize different airspaces for varying water conditions and obstacles. Brown emphasizes why mastering multiple line control methods prepares anglers for real fishing situations when trees and cover block traditional casting lanes. With fall fishing opportunities ahead in the Great Smoky Mountains National Park and delayed harvest stocking beginning in October, this episode provides essential preparation for anglers ready to elevate their casting from basic competence to confident mastery on the water.Related ContentS7, Ep 20 - Practice Makes Perfect: Mac Brown on Mastering Casting TechniquesS7, Ep 16 - Simplifying Complexity: Effective Teaching Strategies in Fly Fishing with Mac BrownS6, Ep 10 - Casting Angles with Mac BrownS7, Ep 28 - Warming Waters and Active Fish: A Spring Fishing Update with Mac BrownAll Things Social MediaFollow Mac on Facebook, Instagram and Twitter.Follow us on Facebook, Instagram, Twitter and YouTube.Support the Show Shop on AmazonBecome a Patreon PatronSubscribe to the PodcastSubscribe to the podcast in the podcatcher of your choice.Advertise on the PodcastIs our community a good

Episode 312 hosts Amy Wright (Registered Nurse from Melbourne, Australia) In 'The Business of Injecting' episodes we host injectors and clinic owners to discuss all aspects of the business side of their clinic. We analyse their financial struggles and challenges, difficult decisions, friction points, staffing, hiring, firing and other topics relevant for aesthetic business owners. 0:00 Introduction 0:49 Guest introduction 2:19 Early career & chain clinics 3:57 Lessons from different clinics 5:29 Transition to own practice 8:17 Building a client-focused business 10:48 Starting her own business 11:53 Overcoming fears & first steps 13:33 Growing a team 16:38 Staff & client retention 17:51 Systemizing consultations 19:11 Shadowing & mentorship 22:46 Retention strategies 24:49 Brand building 28:09 Reducing key person risk 31:04 Transitioning out of clinical work 34:55 Training & team development 37:55 Handing over clients 41:23 Team personalities & matching 44:03 Differentiating services 47:23 Client experience focus 49:50 Future plans 53:32 Community & industry support 56:07 Patreon & community resources   SUBSCRIBE TO OUR PATREON FOR EXCLUSIVE PODCASTS, WEEKLY EDUCATIONAL CONTENT & JOIN OUR WHATSAPP COMMUNITY CLICK HERE TO BROWSE OUR IA OFFERS FOR DISCOUNTS & SPECIALS CLICK HERE IF YOU'RE A BRAND OR COMPANY & WANT TO WORK WITH US CLICK HERE TO APPLY TO BE A GUEST ON OUR PODCAST CONTACT US

Ever walk into a room and wonder if you truly belong? You are not alone. In this episode, I sit down with workplace belonging expert and bestselling author Adam Smiley Poswolsky to explore why belonging is the heartbeat of healthy teams and relationships. We talk about simple habits that move the needle, like one-minute check-ins, easing into vulnerability, and “thrive” interviews that help people do their best work. If you are leading people, building a business, or just craving deeper connection, this conversation will remind you that small, consistent actions create big impact.https://www.smileyposwolsky.com/Join our exclusive email list and unlock even more valuable insights, expert advice, and bonus content to enhance your relationship superpowers. —sign up HERE today!Connect with Barb BettsInstagram: @barbbettsFacebook: @barbarambettsYouTube: youtube/@barbbettsWebsite: www.barbbetts.comLet's Stay in Touch!https://www.liinks.co/barbbettsBarb Betts is a sought-after keynote speaker, seasoned real estate expert, passionate educator, and the CEO of The RECollective, a thriving boutique brokerage in Southern California. Barb has delighted countless stages including, Inman Connect, WomanUP!, and at the National Association of REALTORS® Annual Conference. Whether she's teaching on referrals, authenticity or leveraging relationships, Barb brings an honest, compassionate, and transparent approach to every single stage. As a real estate professional, with over 20 years experience, Barb has mastered the ever changing real estate landscape and the balance of running a vibrant brokerage. Through her signature course, Real Estate By Relationship®, Barb educates business builders on the exact systems, proc...

QFF: Quick Fire Friday – Your 20-Minute Growth Powerhouse! Welcome to Quick Fire Friday, the Grow A Small Business podcast series that is designed to deliver simple, focused and actionable insights and key takeaways in less than 20 minutes a week. Every Friday, we bring you business owners and experts who share their top strategies for growing yourself, your team and your small business. Get ready for a dose of inspiration, one action you can implement and quotable quotes that will stick with you long after the episode ends! In this episode of Quick Fire Friday, host Amanda Jones speaks with Troy Trewin, Founder of Grow a Small Business, shares powerful recruitment strategies to help business owners hire A-players and build high-performing teams. He discusses mastering cultural fit, improving retention, and creating a smooth onboarding process. Troy highlights common hiring mistakes and how to avoid costly mis-hires. With practical tips and real-life success stories, he shows how smart recruitment drives growth. Tune in to learn how to transform your hiring approach for long-term success. Key Takeaways for Small Business Owners: Recruitment Is the Most Important Role of a Manager: Troy emphasizes that people are a small business's greatest asset, and hiring the right team members is critical to long-term growth and success.   Always Be Building Your Bench: Small business owners should constantly network and connect with potential A-players before roles open up, ensuring top talent is ready when needed.   Treat Job Ads as Marketing Tools: A job ad should reflect your company's culture and values, attracting candidates by showcasing what makes your business an exciting place to work. Our hero crafts outstanding reviews following the experience of listening to our special guests. Are you the one we've been waiting for? Focus on Cultural Fit and Behavioral Questions: Hiring isn't just about skills — behavioral interview questions and cultural alignment help identify candidates who will thrive in your team.   Invest Time in a Structured Recruitment Process: Rushing hiring decisions often leads to costly mis-hires. Troy shares how taking extra time upfront saves time, money, and frustration later.   Retention Starts with Onboarding and Management: A dedicated 90-day onboarding plan and consistent one-on-one management are key to retaining top talent and keeping your team engaged. One action small business owners can take: According to Troy Trewin, one action small business owners can take is to create a structured 90-day onboarding plan for every new hire. This simple yet powerful step builds trust, sets clear expectations, improves retention, and helps team members quickly become productive and engaged. Do you have 2 minutes every Friday? Sign up to the Weekly Leadership Email. It's free and we can help you to maximize your time. Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.

Jeff Gigante, founder of Next Level Brands, joins Restaurant Masterminds to share how his Tampa-based restaurant group generates nearly $40 million with just three locations through "laid-back luxury" hospitality. Learn his strategies for employee retention (4.5 weeks vacation for all leaders), community integration, technology adoption challenges, and expansion plans for 20+ restaurants. Discover how treating culture as CapEx investment and authentic community engagement drives exceptional performance in upscale casual dining.~This episode is sponsored by: Gusto → https://gusto.pxf.io/PBN ~#1 rated HR platform for payroll, benefits, and moreWith Gusto's easy-to-use platform, you can empower your people and push your business forward. See why over 400,000 businesses choose Gusto.#RestaurantBusiness #HospitalityLeadership #CasualDiningGet Your Podcast Now! Are you a hospitality or restaurant industry leader looking to amplify your voice and establish yourself as a thought leader? Look no further than SavorFM, the premier podcast platform designed exclusively for hospitality visionaries like you. Take the next step in your industry leadership journey – visit https://www.savor.fm/ Capital & Advisory: Are you a fast-casual restaurant startup or a technology innovator in the food service industry? Don't miss out on the opportunity to tap into decades of expertise. Reach out to Savor Capital & Advisory now to explore how their seasoned professionals can propel your business forward. Discover if you're eligible to leverage our unparalleled knowledge in food service branding and technology and take your venture to new heights.Don't wait – amplify your voice or supercharge your startup's growth today with Savor's ecosystem of industry-leading platforms and advisory services. Visit https://www.savor.fm/capital-advisory

In this energizing episode, Jeff Mains sits down with Ryan Hogan—an entrepreneurial powerhouse known for turning murder mystery games into a global business and now shaking up the recruiting world through his company, Talent Harbor. Together, they explore the underappreciated but foundational role of company culture in scaling SaaS organizations, why hiring for values trumps hiring for resumes, and how onboarding, leadership, and learning from failures build resilient, thriving teams.You'll hear battle-tested tips on establishing and living real core values (not just slogans), fixing broken cultures, running stellar onboarding programs, mistakes most founders make when hiring, and how to create pathways for growth that keep your best talent around for the long haul. Packed with practical examples and actionable advice, this is an episode every founder, leader, and hiring manager should bookmark.Key Takeaways00:00 "Core Values and Culture Fit"04:47 Measuring Success: Consumer Signals09:18 "Identify Core Behaviors First"12:10 Defining Startup Culture Evolution13:34 Core Values Alignment in Leadership16:56 Core Values in Daily Life19:32 "Brand Values in Customer Experience"25:13 "Why Companies Lose Talent"28:26 "Evolving Workplace Culture Issues"29:22 "Prioritizing Culture Fit in Startups"33:51 "First 72: Critical Onboarding"37:19 Effective Onboarding and Support Strategy40:50 Inspiring Growth with Care44:29 "Leadership Beyond Individual Success"47:54 Entrepreneurship: Finding Product-Market Fit51:17 AI Revolutionizes Culture with Ask AuraTweetable QuotesThe Truth About Business Culture: "Not the fluffy feel good posters on the wall version, but the real gritty, foundational stuff that drives how your team thinks, works and wins." — Ryan Hogan "Culture Fit matters more than a perfect resume, especially in the early stages, and how adaptable hires often outperform the most qualified ones when the market inevitably shifts." — Ryan HoganThe Art of Scaling a Brand: "founders have to learn to let go in order to scale effectively." — Ryan Hogan Viral Topic: The Impact of Leadership Authenticity on Workplace Culture: "You know, you said it was going to be this, and what I'm seeing is something else. And I think there's a kind of a disharmony there. And I wanted to be a part of this movement, but it's not what I thought it was going to be. Wasn't what I was sold." — Ryan HoganViral Topic: Leadership Integrity and Core Values: "the minute you say, we're committed to these things and someone makes a decision that's not in line with those core values, you've destroyed it." — Jeff Mains"Most people put their core values on the wall. You're trying to take those words from the wall and you're trying to make that connection of how do these show up on a daily basis." — Jeff MainsQuote: "You can create all this inspiration, but if people don't feel supported, that can become a huge issue for the enterprise." — Jeff Mains SaaS Leadership LessonsDefine and Reinforce Core ValuesBefore hiring, know the core behaviors your company needs to succeed and reinforce them consistently.Hire for Culture Fit—But Don't Neglect SkillsIn startups, prioritize values and adaptability slightly more than experience, but remember both matter.Transparent, Aligned Recruiting Models WinChallenge industry norms—flat, transparent fees and partnership drive better results than traditional commissions.Onboarding Shapes Long-Term SuccessInvest in scripting the...

Think your nonprofit's old emails and files are harmless? Think again. What you keep — and what you don't — could save or sink your organization. It's Jess Birken here, and I'm back with my co-host Meghan tackling a topic that sounds boring but is way more important than you think: data retention policies and how they protect your nonprofit. Real Listener Question: “I work at a nonprofit that serves trans youth. If the government starts targeting nonprofits, what can we do now to prepare and protect our data?” If your organization collects sensitive participant info, donor data, or internal records, what you hold onto could be putting you at risk. From lawsuits to government inquiries, the wrong data strategy can leave you vulnerable. Meghan and I dive into why your nonprofit needs a data retention policy, what you should keep, what you should delete, and how to plan for changing political climates without panicking. What You'll Learn: Why keeping everything forever could actually make your organization less safe The seven-year rule of thumb for retaining records (and when to go shorter or longer) How to protect sensitive participant data in politically charged mission areas What to do before you purge anything — and the legal traps to avoid How to set up a “threat-level” data plan when government scrutiny ramps up Why email hoarding could come back to bite you and how to clean it up smartly Bottom line: Your data is both an asset and a liability. A clear data retention policy protects your nonprofit, your people, and your mission — and the best time to start is now. Resources from this Episode Listen to Episode 89 to learn about conflicts of interest: https://birkenlaw.com/charity-therapy-podcast/ct089/ Get a data retention policy for nonprofits here: https://birkenlaw.com/data Use our data retention policy app here: https://birkenlaw.com/mg-document-app/records-retention-policy/ Previous Episode: Breaking Down the IRS Changes for 501(c)(3) Status for Churches: https://birkenlaw.com/charity-therapy-podcast/ct145/  Episode Transcript: https://birkenlaw.com/wp-content/uploads/2025/08/CT146_Transcript.pdf Connect with Us Jess Birken: https://www.linkedin.com/in/jessbirken/ Meghan Heitkamp: https://www.linkedin.com/in/meghan-heitkamp-829254115/ Listen & Engage Listen on Apple Podcasts | Spotify | YouTube | Amazon Music Rate & Review on Apple Podcasts: Click "Ratings and Reviews" then "Write a Review" Send us your nonprofit questions: https://birkenlaw.com/podcast/#podcast-story   Stay Connected Sign up for the Birken Law Email list: https://birkenlaw.com/signup/   Follow us on Facebook, Instagram, Twitter

I start off with Dave Bianco & Stephen Ross of Rt. 66 Coin and Collectibles with a precious metals market update and also discuss Trump tariffs, debt, deficit spending, the Trump battle with the Federal Reserve and more. Olivia joins me with an update on an alleged bomb making raid in Camp Verde and shares her lost and now found tortoise story. I rant about why I think government run business retention/expansion organizations are laughable to business owners.  Kelly Broaddus gives a real estate market update at the beginning of the 2nd hour with a discussion on the Trump (and other government) pushes to fix the so called “housing emergency”. 

If your downloads have dipped and you're thinking, “The podcast is broken, what am I doing wrong?”—you're not alone. It's easy to spiral when numbers dip, but more downloads doesn't equal more sales.Your show has a job inside your sales process. The real question isn't “How do I get more listeners?” It's “Is my show actually moving the right people closer to becoming clients?” Those are two different problems, and solving the wrong one will leave you frustrated.In this episode of The More Profitable Podcast, we'll talk about what actually matters when you look at your podcast numbers, how to measure success in a way that matches your business goals, and the content shifts that will help you attract and convert the clients you actually want.1:24 – The real question to ask instead of “how do I get more listeners?”2:41 – The first step if you're unhappy with your numbers5:59 – Why your download expectations are probably unrealistic7:32 – How comparing your show to itself helps you see progress10:00 – Shifting your goals from audience size to sales alignment14:43 – What realistic capacity looks like for most coaches and service providers17:36 – Why chasing thousands of new listeners can break your business19:57 – The three core jobs your podcast content should do21:06 – Why right-fit listeners are better than hundreds of casual ones23:07 – Retention as the real driver of revenue24:29 – Building content that works like SEO for long-term discoverability27:26 – The timeless advice that still works no matter how the platforms change28:44 – Building a bingeable library that attracts and converts the right people29:03 – How to shift from chasing growth to building leads that actually buyMentioned in Why Listener Growth Doesn't Equal More Clients (And What to Focus On Instead)The Podcast NewsroomBuzzsprout Global StatsPodcast Strategy IntensiveStop Chasing Downloads, Start Converting ClientsYour podcast doesn't need more random listeners—it needs the right people turning into clients. Inside a Podcast Strategy Intensive, we look at exactly how your show is supporting your sales process, and we build a content plan that attracts, nurtures, and converts the clients you actually want.Reserve Your Podcast Strategy IntensiveSend us a textSupport the show

We are literally dying without joy at work. Every year, 120,000 deaths in the U.S. (Zippia 2023) are linked to workplace stress, yet most leaders believe the answer is more hustle, more grit, more resilience. That's not the solution. In this episode, we're pulling back the curtain on why joy isn't fluff, it's the center of everything. You'll discover the surprising data, a grounded metaphor to rethink joy, and the practical Joy Ratio that can transform how you lead and live. Here's What's in the Episode 2:06 How the pain of a toxic workplace nearly broke Jenn. 04:45 Shocking stats on stress, disengagement, and the measurable boost when joy is at the center. 06:01 About the book Joyosity and how you can join the Joyosity Works Very Important Party for behind-the-scenes access. 07:17 The difference between toxic positivity and joy. 09:12 Introducing the Joy Ratio: how to balance joy, toil, and the messy middle to build resilience and results. 15:31 The question to start applying in your leadership. Key Takeaway Exhaustion, distrust, and turnover are symptoms of missing joy. About the Host: Jenn Whitmer Jenn is an international keynote speaker, leadership consultant, and the founder of Joyosity™, helping leaders create positive, profitable cultures through connection, curiosity, and joy. With a background in communication, conflict resolution, and team dynamics, Jenn helps leaders and organizations navigate complex people challenges, reduce burnout, and build flourishing workplaces. Her insights have resonated with audiences worldwide, blending real-world leadership expertise, engaging storytelling, and a dash of humor to make the hard stuff easier. Whether on stage, in workshops, or with coaching clients, Jenn equips leaders with the tools they need to solve conflict, cultivate communication, and lead with purpose. Her upcoming book Joyosity hits shelves fall 2025, offering leaders a fresh approach to joy at work that builds real results. Resources & Links: Preorder Joyosity: Joyosity: How to Cultivate Intense Happiness in Work & Life (Even If Things Are What They Are) Joy isn't fluff — it's fierce strategy. This book gives leaders the tools to turn exhaustion into resilience and build cultures where work is a joy, people are whole, and organizations flourish. Free 99 Steps: Joyosity Explorer Map → Discover your deeper purpose and story. Joy is linked to purpose, and productivity increases by 20% when your purpose connects to your work. Ready to Make a Plan: Joyosity™ Jumpstart → Get crystal clear on what you want, what's in the way, and how to move forward with traction. Starting the Journey: Enneagram Navigator → Stop guessing your type. In this 1:1 session, get clarity on your motivations and blind spots. Ready to Dive In: Joyosity™ Intensive → A one-day transformative experience to realign with your values and build a practical plan for joyful leadership. A Party for More: Bring Jenn & the Joy to Speak → Bring the spark (not just the spark notes!) to your whole team with contagious joy, practical tools, and plenty of laughter. Loved this episode? Rate, review, and share with a fellow leader who's ready to ditch the drama and lead with more joy, curiosity, and clarity.

Product decisions built on daily-active metrics fall apart when your customers show up once a year, or once a decade. In this episode, Randy Silver talks to Vivek Kumar about building and growing low-frequency products, from property and tax to jobs and dating. Chapters04:25 — What makes a product “infrequent”? Episodic use and recall decay07:05 — Rethinking PMF: penetration and market share over retention curves10:36 — When iteration is slow: prioritising problems under seasonal cycles14:28 — BELT framework: behaviours, enduring vs transient problems, lock-ins21:56 — Spotting enduring problems: “what will still matter in 10 years?”24:11 — ICE framework overview for infrequent products26:03 — Engagement: active retention, complexity, single- vs constant-touch29:55 — Predictable vs unpredictable retention; referrals as a strategy31:06 — Lifetime retention: seeding frequency hooks (e.g., estimates, salary data)33:01 — Distinctiveness and brand: why CAC collapses when you own the memory33:48 — Control over experience: monetisation through end-to-end journeys36:13 — Research that works: ethnography, diary studies, “follow-me-home”40:22 — Example: discovering the real tax filing pain (document collection)43:04 — Ethics and value: “cures vs treatments”, utility vs entertainment productsFeatured Links: Follow Vivek on LinkedIn | Atlys | The Steps 'Grow and managOur HostsLily Smith enjoys working as a consultant product manager with early-stage and growing startups and as a mentor to other product managers. She's currently Chief Product Officer at BBC Maestro, and has spent 13 years in the tech industry working with startups in the SaaS and mobile space. She's worked on a diverse range of products – leading the product teams through discovery, prototyping, testing and delivery. Lily also founded ProductTank Bristol and runs ProductCamp in Bristol and Bath. Randy Silver is a Leadership & Product Coach and Consultant. He gets teams unstuck, helping you to supercharge your results. Randy's held interim CPO and Leadership roles at scale-ups and SMEs, advised start-ups, and been Head of Product at HSBC and Sainsbury's. He participated in Silicon Valley Product Group's Coaching the Coaches forum, and speaks frequently at conferences and events. You can join one of communities he runs for CPOs (CPO Circles), Product Managers (Product In the {A}ether) and Product Coaches. He's the author of What Do We Do Now? A Product Manager's Guide to Strategy in the Time of COVID-19. A recovering music journalist and editor, Randy also launched Amazon's music stores in the US & UK.

The real cost of missed appointments—to patients, practice revenue, and team morale.Why a strong Kept Appointment Percentage (KAP) is the foundation of chiropractic success.Dr. Noel Lloyd's analogies and scripts that change patient behavior (like the “you're scaring me” approach).The critical role of written care plans, transfer of authority, and day 2 reports of findings.How to prevent the “Swiss cheese” schedule with practical systems and culture.The “third visit” process that trains patients to be great partners in their own care.Office culture hacks: from environment to proactive scheduling to role-playing objections.Your next steps with Five Star Management:✅ Book a free call with Dr. George Birnbach for personalized growth strategies: https://myfivestar.com/work-with-us/

Title: Life's Best Moments Are Earned Not Given with Celina Eklund Summary: Seth Bradley shares his unique journey from being adopted and raised in a blue-collar family in West Virginia to pivoting through medical school, business school, and law school before discovering his true calling in entrepreneurship and real estate investing. He explains how a mindset shift, exposure to high-level deals as a big law attorney, and a relentless work ethic led him to launch multiple businesses and build true freedom. The episode explores his beliefs around grit, personal development, hiring values-based teams, and designing a life around ownership instead of employment. Links to Watch and Subscribe: https://youtu.be/2Gcx4Ix8-zo Bullet Point Highlights: Adopted from Korea, raised in West Virginia by a coal miner and teacher. Went from med school to law school before finding alignment in entrepreneurship. Realized in big law he wanted to be the dealmaker, not just the attorney. Now runs 7+ businesses including RaiseLaw, gyms, and startups. Works 12-hour days by choice — building freedom, not trading time for money. Core values: Accountability, Resilience, Transparency, Intelligence, Consistency, Awareness (ARTICA). Married to Allison — also from WV, they now run gyms together in SoCal. Major mindset shift came from Rich Dad Poor Dad in 2013. Believes most avoid hard things because they've never seen the reward on the other side. Emphasizes hiring based on culture and values over just skills. Stays grounded through personal development and emotional regulation. Focused on building legacy, not just income — ownership > employment. Transcript: Seth Bradley (00:00.462) Welcome back to Revenue from Retention, the show where we dive into the stories behind success, the mindset, the pivots, and the purpose-driven decisions that create powerful transformations. Today's guest has a story that is inspiring, as it is also uncommon. Seth Bradley was born in West Virginia and adopted at birth and has been defying the odds ever since. He walked the path from medical school to law school only to realize that neither were truly aligned with his purpose.   After years of grinding, Seth made a bold leap into real estate entrepreneurship and never look back. Today, he's a thriving investor and a sought out after mentor, also soon to be father and the host of Passive Income Attorney Podcasts, where he teaches other high achievers how to break free from the golden handcuffs and build true freedom through passive income. This episode, we're going to dive into reinvention, identity and finding courage to live life on your own terms. So welcome to the show, Seth. So good to have you.   Oh, so good to be here, Selena. Thank you so much for having me on. Really appreciate it.   I love people with, I don't know if I've ever interviewed anybody that has like medical and law background per se. So it's neat to be able to like have, I love people that have so many, so much on their resume and it's like so colorful because you have so many experiences. So glad to have you here, but I ask everybody the same question before we dive into the podcast and I'm going to ask you the same. Why do feel like people should listen to your story? There's millions of podcasts out there. Why do you feel like people should listen to you?   Sure. You know, I believe that my story resonates with a lot of people. I like to frame it and I like to call it the blue-collar mindset. know, trading time for money, right? We've all heard that. We've all kind of been through that at some point in our lives, at least most of us. You know, getting caught up in comfort and lacking, you know, just lacking that knowledge of what's possible and like what's out there. And that's kind of how I grew up. Just a small twig, I was actually born in Korea.   Celina Eklund (01:56.652) And then I got adopted in West Virginia. So I was there for about three months and maybe I made my way over to West Virginia via plane when I was three months old. But growing up in West Virginia, great place, beautiful place, not a lot of diversity, but also growing up with my parents who are incredible people, I love them so much and they were instrumental in making me who that I am today.   But that being said, they're just, you know, I was never exposed to entrepreneurship and real estate and just the, you know, these bigger concepts, right? Of like private equity and owning companies and raising capital. Like none of those things were ever even in my atmosphere ever until I got really to really until I got to business school and law school. So, you know, that blue collar mindset or, you know, just get the best job that you can possibly get and getting caught up in just   living that life and getting comfortable with it and not knowing what's possible that's out there, I think it's a relatable story.   That's cool. did, how did you, what was the thing that got you into education, into school first? Because like my family, my dad is like, no, we're all 25 plus years retired in the military. You're gonna join the military. And then my mom is like, you're gonna go to school. And I didn't really wanna go to school, but then somebody, there was one person, it was the one person that changed my life forever that told me about sales and entrepreneurship. Like I'll never forget that light bulb moment of like, oh, interesting. So like, did you have that?   Like that person that had the conversation with you or a professor that talked to you that brought you into like, you know, like going to school. What did that look like?   Celina Eklund (03:34.766) Yeah, I mean, I think that, you know, having that blue collar mindset, my dad's a retired coal miner, my mom's a retired school teacher. And they had that mindset like you need to go to college, get an education. And that's just the best thing that you can do for yourself. I'm still kind of of that generation, right? But and school was always really easy for me. I'll say that. So it was really easy for me. So and I never had like a passion for anything in particular. So I just kind of looked at like, what's the best   job that I can get. And to me when I was younger, that was becoming a doctor. So that's why I went kind of that med school route first before realizing that wasn't for me. And then that's when I went to this school and then law school and all that. And my parents were encouraging of all these things and they're actually very understanding of when I kept changing between the schools because I was still on at least, you know, that educational path, still higher education and striving towards. Yeah, curious. Yeah, striving towards something.   So I was always just kind of put in that again that kind of narrow mindset where that's the only path I knew I didn't know about entrepreneurship or didn't think it was like a possibility for me and for my life.   That's cool. I am. Do you have any other brothers or sisters? Are you the only one?   I do, have an older sister.   Seth Bradley (04:53.27) And what's the age gap difference between you two?   About seven years. Okay. She's not adopted, so she's biological.   on the issue living california with where you guys are at   No, she's in Charleston, South Carolina. That's cool. Do you go up?   Celina Eklund (05:14.328) Have not.   I don't, you know, I've talked to other adoptees in the past and that's always one of the core things. They all want to go and figure out where they're from and they feel like they're kind of missing something. I think that my parents did such a great job and loved me so much and I felt that throughout the process that I just never felt the need to kind of go outside of that. They were always just my parents and that's it. I didn't feel the need to find anything else.   Yeah, to like hunt back. My boyfriend, he doesn't know his dad. I think his dad left when he was like three or four years old, really young age. And so I've asked him this before too, like, do you think your dad will ever find you? And he's like, you know, if he finds me, great, but like, I'm not out there like actively searching into that. So, that's cool. It's neat to hear from, I don't know too many people that have been adopted like so young, so early. So it's good that you have that. And then also you have really good   your parents are like a form of mentorship and, you know, have been very supportive. So that's cool that you're able to carry it on. yeah, so let's talk a little bit about like entrepreneurship. And when we were, before we got on this podcast, we talked a lot about like, you know, leadership and the importance of like building people. So did you, when you met your wife, did I know that she is a big part in like business with you too? Like, did you find her through business or how did that whole thing happen?   Yeah, it's really interesting because she's also from West Virginia, but we didn't meet until we were actually in San Diego. So I moved to LA first in 2009 and then made my way down to San Diego for law school. And then she came out later and we met through a mutual friend who's also from West Virginia. So like West Virginia was the, you know, the commonality between us. So pretty awesome that we met each other, you 2000 miles away in San Diego.   Seth Bradley (07:10.722) Wow, that's neat. so like, how did you guys both realize, we like business and we want to like do this together?   Yeah, I mean it took a while, right? So I ended up graduating from law school and we moved back across the country together back to West Virginia because at the time that was the best big law firm job that I could get. It was back home because I had some pull there. So she followed me back to West Virginia begrudgingly. She didn't want to do that, but she did. So God bless her. And then we ended up going to North Carolina for a little bit and then trying to find a way back out to California.   But at the same time, I was actually working for Big Law Firms at the time. again, entrepreneurship wasn't really on the table at that point in time. It was still, hey, let's just keep slaving away here, grinding, trying to work a way up to partner at the Big Law Firms. And she had actually went back to school for her second degree in interior design and started.   You guys are smart. Both of you are just geniuses. Holy cow.   Well, I don't know about that. Honestly, like nowadays, if somebody asked me, should they be going to college? I would have to have a deeper conversation with that person, right? Like it depends on what they're going to get into.   Seth Bradley (08:19.97) Yeah, you're it's just crazy because times have changed so much like back then like you needed a degree to do anything and now it's more of like people are looking for like experience.   Yep, 100%.   Like if I, you know, if I'm looking to, you know, if I own a restaurant and I'm looking to hire like a bartender, like I don't care if you went to school for four years to get a science degree. I'm like, how many cocktails have you made? Do you know how to make a spicy margarita and a regular margarita? Like, do you know what ingredients are in it? You know, so it's kind of like, it's, it's insane to see like how things have changed over, over time.   Totally, It used to be like a minimum, right? Like you had to get a four-year degree no matter what you're doing. It doesn't matter. Like get a degree in communications or general studies or whatever, but you have to get a degree to kind of get to that next level or to get a good job. But it's just not like that anymore unless there's like a very specific skill set that you have to have a degree for. I don't believe in that system and that's coming from a guy who went to school for 11 years, which is insane to say out loud.   But if you're not going to school to be a doctor, to be a lawyer, to be a dentist, to be an engineer, things like that where you have to have a degree for it, it probably doesn't make sense.   Seth Bradley (09:38.274) Yeah, I, it's funny that you said, you said just a little bit ago, you said that you're just kind of grinding and grinding, grinding, keep on going. And you know that there's a light at the end of the tunnel, but you don't see like the light yet and what, what that looks like. And, it's, it's funny how like when your intentions are in the right place and your heart is in the right place and you want to, you know, give back to other people and you're a good human being, like those things naturally, you know, come like they unfold.   for one another and that's neat that you guys have that vision of just like, put in the hard work right now. That way we can have the fruits for our kids later. And I think that that's where like a lot of people get caught up or give up is like, the result isn't tomorrow. And I'm sure that you see that with investing too. Like I can't just pick up my phone and be like, okay, here's a million dollars in my bank account. Like there's strategy that's involved, right? Like there's thought and processes and it.   Like you have to build certain things and go certain avenues. So with you guys like getting into investing now, what are some of like the bigger projects that you guys are working on or what it is that you focus on?   Yeah, I was gonna say before I get into that, mean, it does come down to relationships and networking and things like that where you just, you have to get out there and meet the right people and get exposed to the right people. I think that that's really key. I mean, I know for me, working in those big law firms, I was actually doing what I do now on the business side. I was representing clients to do what I do now on the business side. So they were buying large real estate projects. They were raising capital.   to buy huge apartment buildings and to buy companies and things like that. But it was funny because when you're in the weeds, you don't really think about you on that side of the table. You're always just like kind of in it and you're like, all right, well, my job is this small part, which is being the attorney on the job. But then later, like you have to take a step back and say, wait a minute, like I know all these things and I would actually be really good at this. Why wouldn't I want to be on the business side? And that's kind of the light bulb moment for me was just seeing   Celina Eklund (11:38.766) take a step back and say, maybe I don't want to just be a vendor. Maybe I actually want to be that person that's buying businesses, that's operating large apartment complexes, that's doing, that's raising capital, doing those things. And I think it's funny, especially for attorneys, because that's just one example of a person that's in the weeds there every single day, but perhaps they don't necessarily own any real estate, even though they're a real estate attorney, or they've never raised capital before, even though they're a securities attorney.   Things like that. Another common example is like real estate agents, right? There's so many real estate agents out there. many. You know, they're supposed to be professionals. It's like, well, if you ask them, like, how much real estate do you own? You know, maybe they own their own house, but they don't own any rental properties. Most of them, I should say, don't own many rental properties. They're not actually in that business, which is wild because they would probably be really good at it if they could kind of take a step back and say,   Yeah, maybe I should get into this bit, the business side, not just the vendor side.   Yeah, it's so true. Find somebody that has been where it is that you want to go. It's kind of like, it's kind of like if you want to get like, like body modifications, right? So like Botox or like, you know, you want to get what's what's in for hair right now, hair extensions, right? Like you're not going to go to a hair salon and the freaking chick doesn't   have hair extensions in right or like the lady that you're go get Botox from like she doesn't even have Botox and you can clearly tell like she's not taking good care of her skin it's like okay wait what like I want to make sure like whoever I'm working with like they have that that track record.   Celina Eklund (13:17.662) You gotta be careful with that talking about education, right? So it's it's awesome that there's all this alternative education out there with coaching and mentoring and YouTube University and Master, I like to call these folks mastermind scholars sometimes it's like, know, make sure that you are buying from the right people people that are doing what they said that they are doing and teaching what they what you want to learn, right? Like they're not just they're not just educators. They've actually done what you want to do.   It's really important and they're continuing to do that. Like they were successful at it and they were good enough that, you know, hey, I want to teach other people, but at the same time, that's my core business. My core business is what I'm teaching, not the education side because there's just a lot of people out there that you can waste a lot of money with. So that's kind of the downside to that.   That's true. like what is your, also talked about like the reason why we love entrepreneurship so much is because it gives you the ability to have freedom. You can go take a trip to Disney world with your family for three days, or you can, you know, fly wherever it is that you want to go because you're not working in the business. You're working on the business and you have other people that are helping run it too. So what is like that? I have a lot of people that are going to be listening to this that are   you know, wanting to get maybe out of their nine to five, or if they work a corporate job and they kind of like want to transition. like, what is your day to day look like for you? Like what does an average Monday through Friday look like for you? And like, what does that schedule, you know, represent you? How does it look like?   Yeah, I might be scaring some of your listeners away by telling them this, but my day is long. I have seven businesses that I run, at least seven, some people might say more than that. So I get up around six o'clock and I start working almost immediately. I used to have kind of this long, drawn out morning routine, but I'm kind of the Alex Hormozi cult now where it's like, how quickly can you get dialed in? And for me, I just grab a cup of coffee, I sit down, I put some headphones on and I get going.   Celina Eklund (15:17.31) So I can get in that zone pretty quickly. But I'm working long hours. I mean, if I'm in the office and not traveling and not speaking at conferences and doing those sorts of things, I'm working six to at least six o'clock, like 12 hours straight. I might take 30 minutes off for a quick lunch, that sort of thing. And then I'll go get my workout. And it's six thirty across the street at one of my gyms. So it's long. It's very long. But alluding to what you said to earlier, if something did come up,   or if I did want to go on a vacation or take 30 days off, things like that that you might not have the flexibility or freedom to do with a W-2, you can. So I am choosing to work 12 hour days because I'm putting that time in for myself because I can see the vision for myself, my family, and my businesses. And it's different. It's different when you're putting that time in for the things that you believe in and the things that are important for you.   as opposed to working at W2 where all you're doing is counting the seconds as they're ticking down so you can clock out. And you're working for somebody else's dream. It's totally different. 12 hours working for myself versus nine hours working for somebody else is totally different. Totally different.   Do you, this is a side note, do you play the guitar? There's a guitar, I know people can't see this, they're only gonna hear it, but do you play music?   I used to. don't have as much time anymore, but I grew up playing guitar all the way through college and that sort of thing, but not so much anymore. But I do want to get back into it one day.   Seth Bradley (16:54.146) Do you think that music has helped fuel your creativity and keep your brain fresh?   I think it always does. I think it always does. think that that's a completely different side of your brain that you can stimulate and I should probably get back into it because of that. I think it just kind of unlocks things for you.   Yeah, it's a, I'm reading this book right now. Well, it's like probably my third time reading it. He's one of my favorite authors, Seth Godin. He wrote the book, Lynchpin. He has a couple of different books. Have you heard of him before? for sure.   Marketing marketing king   my gosh, he's just, he's incredible. But I read different things and he talks about how to like not fit the mold, the purple cow, be the purple cow, not the black and white cow. And so like, I think like music is something that kind of helps fuel that creativity. But why, why do you feel like you love the grit so much? Like you don't have to work 12 hours every single day. You don't have to get up at six if you want to get up at, you know, 12 o'clock in the afternoon, you can, but what makes you so addicted to the grit and the hard work? Why do you like that? Cause most people   Seth Bradley (17:57.068) want to run away from the stuff that's hard. They're not trying to put themselves in the tough stuff, which is rare. And I feel like that's how I found you is because I love tough stuff. Especially being a female, I love it when people tell me, you can't do that. And I'm a woman. So the odds are even smaller. like, hell yeah. Like that, like I'm all in. how do you, like, why are you so obsessed with business and wanting to grow so much?   Yeah, I mean, think there's a couple things. think number one, I just enjoy building. So like I enjoy being a builder and building businesses and learning about new things. I have a hard time saying no. Like I've gotten better at it and I think I'm actually pretty good at it now, but it took me a long time to get there. It probably got me to this maximum capacity before I started saying no, because I just love like diving into new businesses and learning about new things and   and ways to make money and build businesses and help people. But that's number one. I think that I just genuinely enjoy that. So I try to fill my day up with that. Now, sometimes you do get bogged down with some of the smaller things that you don't want to do, but try to avoid that as much as possible and still dedicate as much time to your highest and best and most fun, enjoyable use as possible. And number two, I think that a lot of folks   avoid the hard because they haven't been rewarded for doing it. I think that people that have been successful have seen that the hard stuff is the best stuff. Meaning like once you've gotten through that hard place and you just kept pushing and pushing and pushing and you had that breakthrough and you saw it and you were like, that's it. That's it. Like that's where I need to get. So when you see it again, when you see it get hard, you realize that's what you want. Right. That's when you realize   I just got to keep pushing and pushing and pushing and eventually I'll break through again. Whereas other people may have in the past ran up against something hard and said this is too hard and kind of pulled back. So they weren't, didn't get to see that, you know, that reward.   Seth Bradley (20:06.702) How long have you been into the self-development space? Have you always been there? like personal, I should say personal development. Have you always been there? Is it something new or do you?   Yeah, I would say it actually started with maybe around 2013 when I got my first big law firm job and I realized once again that that wasn't necessarily what I wanted to do. So I started kind of looking around and learning about real estate and I read Rich Dad Poor Dad. That was kind of a game changer, which it is for a lot of people just with like mindset. So I would say that that book, even though it's not necessarily a lot of personal development there, but it is a mindset shift.   And that was probably the one that kind of got me going and got me to start reading more books and start thinking about things differently.   He lives here in Arizona. We've ran into him a couple of times. Yeah, he lives here in Scottsdale. or like going to the mall or restaurant like every now and then somebody in our company will come across him and he's a great guy. We have his book around our shelves too as well. Yeah, I wish I found self-development when I was like 18. I'm like, where was this? My brother is, there's a big age gap difference between the two of us, but he just turned 17 in January.   and he's been into self-development because of me since he was 15 years old. And, you know, I just want him to be so much further ahead when he's like 20, you know, and 21 and like he's making good decisions for himself. think that's so important. So I even watched like really old videos of like Tony Robbins. Love Tony Robbins. And it's neat to watch like his evolution from when he first started with the big baggy suits and he was doing, you know, one-off seminars.   Seth Bradley (21:52.31) you know, way back in the day. And then now, like, I mean, he's at a point where he's starting to retire because his vocal cords are going out, kids are getting older. And it's neat to watch him grow because he, you know, if like he can do it, there's no difference between me and him. Like, I, the only difference between him and me is like, he just wanted it more than I wanted it. And he made it happen faster, you know, so.   You're doing that for your brother. I mean because that's again It's all about like exposure, right? Like the sooner that you're exposed to that or the sooner like you meet that person even if it's a sibling or whoever it is, right? That gives you at least that exposure. Maybe sometimes you Resist it like you might not want it at the time But at least it's kind of in your mind and then later when you're ready You know you you have that at least that idea and inclination in your mind So just being exposed to different ideas and networking with the right people   makes a huge difference. The earlier that it can happen, the better.   Yeah, I think that's when like the ego has to be put aside. Like you gotta, you gotta set the ego down. You know, you don't know it all and that's okay. And I think for men, maybe it's a little bit more difficult because guys want to act like, you know, they, they know everything. Women are like, no, what are all my resources? Like, I'm going to read all these baby books. Like I'm going to start, you know, watching YouTube videos on how to properly, you know,   do something for their baby like me. I've got a ton of women around me and I have like, don't have kids yet, but I'm just like, I tossed out our candles because the flame from the candles isn't good for your insides. So we got like this freaking new scent thing. We got rid of the microwave cause I'm like a little nervous of radiation for my baby. know, like I'm just like kind of like immersing myself, emerging myself like into the whole process of like becoming a mom. But that's like the cool stuff with, with resources, but that takes the ego to like put aside, you know.   Celina Eklund (23:38.078) I agree. I think you're onto something there. I remember being in my 20s and I thought I knew everything and I never ask questions, which is sad to even say now. I wouldn't ask questions. I'd be like, I'll figure it out. I don't care. I'm not going to give you anything. It's crazy how not humble I was. I was really just like, I know everything and if I don't, I'll figure it out. I don't need help. And nowadays, I'm totally different mindset now.   I'm gonna share.   Seth Bradley (24:08.354) I'm going to share my screen with you. And even though the people on the other side, they can't see this, we'll just kind of like walk through it. But I look at this chart every single day actually, and it talks about power and force. like whenever I'm in a situation or having a conversation with somebody, I'm like always trying to check what my level is. And so I'm just kind of walking through it because other people can't see this. So they're just hearing it.   At the bottom of this chart, it's like bright red. And then at the top, it slowly starts to go into it, like a yellow, a green, a blue, and a purple. And at the very bottom, it talks about shame, guilt. And that's how you're operating at a level 125, desire, anger, pride, 175. And then you slowly move up the chart. And as you get into the blues and the purple, you operate out of love and joy and peace and enlightenment. So you either have power or you have force that's coming out of your system.   And I'm just always trying to think like, how can I always operate at this violet purple? Because if I'm that way towards somebody, like they're going to have that reciprocity towards me versus like operating out of anxiety. And I think it comes to like emotional maturity. I think emotional maturity is really like a big part of this, but I wanted to share this with you because I thought that I look   at it every do you use that? Do you kind of look at this every day and then just kind of stop and take a moment and just kind of where you're at?   If I need like a reset, you know, if something bad happened or something that was unexpected or, you know, I'll give you like an example. Like my, text my dad on Saturday and I'm like, Hey, this is the venue where we're having our wedding at. You know, this is what's happening in March. And he just hasn't texted me back at all, you know? And I'm just like, I just think to myself, like you're my dad. You're also important part because you're supposed to be here at this wedding coming up and I haven't gotten a text back. immediately, I mean, I'm over here like boiling in like,   Seth Bradley (26:01.652) shame and anger and I'm pissed off. And so like whenever I like lose that edge, I check myself and I'm like, okay, how do we go back over here? Maybe, you know, back to enlightenment, powerful inspiration.   you know, maybe he's on a trip right now and he doesn't have phone service or signal or, you know, maybe I just need to have more compassion for his situation. My stepmom got diagnosed with cancer last year. Who knows? Maybe it came back again. They're at the hospital. Like, you just kind of don't know what other people are going through on the other side. So I just like check myself on this list. And if I'm not, if I don't see the chart, I kind of take like a mental note of like, you know, hey, let's go back up to the top. It's okay. And everything's all figure audible.   I that. like my thing. So I just kind of wanted to like share that, but I'll text it to you after this so you can have it.   Sure, yeah, I appreciate that. That's awesome. That's awesome.   That's a, that's important to me. And I noticed another thing. I love watching people's patterns. That's what I'm, I am really, really good at is like studying people because you obviously have information and you want to take it from the people who have it to the people who need it too. So how have you learned to be like so coachable and open-minded? Like I can tell that there, you have a certain level where you can put your ego aside. And you know, I think that that's kind of like why we're on this podcast too, as well.   Seth Bradley (27:23.852) you have a certain level of like open mindedness. Is your wife somebody that like grounds you with that to be that way or is that something that's always been in   She definitely helps, that's for sure. I would say it definitely hasn't always been in me. Like I said, I think that I was not humble enough in my 20s to be able to accept coaching and mentoring and advice. I wasn't as open as I used to be. I think it probably took a little bit of spinning around, meaning going to medical school and   dropping out and then going to business school and like, isn't good enough and then going to law school and I was like, okay, this is cool, but going to get in a great job and then realizing like, this isn't what I want to do either. I think it took a lot of that like kind of spinning around where it's like, hey buddy, maybe you don't know it all. Right. And then you had to have a little bit of self had to have a little bit of self reflection and say, all right, what, what am I missing here? And just be a lot more open to mentorship and coaching and   and people just that are, you know, that are, have the experience that you want to have and to have more life experiences and have done the things that you want to do already. And once you kind of open yourself up to that and realize like, man, this is a shortcut right here. Like this is the shortcut. You know, I think again, it comes with experience and exposure and results.   That's cool. So you and your wife now you guys have two gyms and you're opening up a third one soon in Southern California What's next up for you guys? What is a what's a thing that's up and coming? have the third gym You're gonna have a family soon, too So do you are you guys like building out like another team for your third location? Or what is what is like the next like six months to a year look like for you guys?   Celina Eklund (29:14.54) We are, we are. So I've been kind of kicked out of the partnership for the gyms, so to speak, at least on paper, just because she wants to just, you know, it's her baby. So she wants to run with it, which is great. Even though I'm still doing the same stuff that I was doing before, I'm just not going to get paid for it. All good. No worries there, but we'll get it. I know, I know. So helping her get that launched, hopefully before the end of the year. And same thing with the family starting before the end of the year as well. So they'll   still loves you, don't worry.   Celina Eklund (29:43.97) be going about at the same time, it looks like. And then, you know, with my other businesses just really growing my own boutique law firm and my startups as well. So a lot of, a lot of irons in the fire right now to keep going.   Do you guys have our culture where I'm at, like hiring is really important, the way that we bring on people. So do you guys have like a specific way of how you find your people, how to find the right people, like retaining employees? Because I mean, I feel like there's a lot of people that just kind of, you know, they're in it for like the paycheck, they're there for six months and then they're bouncing. So like, do you guys have a specific process of what you're doing for your upcoming third location?   Yeah, I mean, think you get better at it as you go, right? Like trial and error, figure out who, know, personality wise will work. I think you've really got to stick to who's going to fit in with your culture and your values and things like that. I mean, for instance, like we really value accountability and transparency and consistency. Awareness is another big one, right? So like making sure that the people that you hire on your team also value those same things. And if they don't.   it's probably not going to work out in the long run. So it's really important that culturally, that your values align. So that's the important thing. And we do certain things like we don't even hire out of the gate necessarily full time. It's, you're on a 90 day probationary period. We like to call it so that, hey, we have this exit. And especially in California, we've got to spell these things out very clearly with everyone.   I think you just get better at it and we've gotten a lot better at keeping employees and retention.   Seth Bradley (31:30.52) Yeah, that's important. We, we always talk about having like an unrecruitable team, you know, like no matter what, if somebody came over here and tried to pay me a million dollars, like I wouldn't do it because this is my family and we've gone through the tough stuff. And if you can go through the hard stuff, like you can go through the easy stuff together. hiring, like we, whenever we go to hire too, we always meet the spouse, the kids, the whole family, because it's like the, the, person's going to be working there for 10 hours out of the day or eight hours out of the day. Like we want to ensure that the spouse knows that   they're at work working hard. And also like you don't want to treat it like it's they're just paying for a paycheck. Like this is a family, like we're doing life together. Like you made a commitment to work here. Like I'm going to make a commitment to making sure that we're increasing your bonuses or your salary or you you're upping the standard of the company. So that's super cool. I love that. Yeah.   What's a so so you guys have that that's coming up you're going to be starting a family that's so exciting What a what a good time in life for everything to be coming through together I'm I can't wait to to see your guys's baby on Instagram and and you know like Watch your baby start doing pull-ups in the gym. You know, yeah   Yeah. He's so cute. That's super exciting. Yeah, super excited.   And as we wrap up here, is there anything else that you'd like to leave off with or any other message that you'd like to put out for anybody that's listening to this too?   Celina Eklund (32:54.572) Yeah, I mean, I would just say like stick with it, right? Like figure out where I'm trying to think what the best word would be. I don't like to say where your passion is, but figure out where you can where you can harness your energy and focus it somewhere and then stick it out and really push through. Like I said earlier, the hard when it gets hard, that's when you you don't stop. That's not when you pull back. That's when you push harder and you push through and there will be a breakthrough.   but you just gotta keep going.   yeah love that you are your new life is on the other side of you being uncomfortable have to go through that that uncomfortable face that's awesome well if i have somebody that's actually looking for a job or wanting to come to your heart of your team you know cuz i do have people out in southern california that are always like looking for new opportunities and also want to work with like like-minded people you know so   Somebody is looking for an opportunity like I'm not going to send him to Joe Schmo or have him go Google something right like I would love for them to be work directly with you. So what's the best way and point of contact that we can that anybody can get a hold of you?   Yeah, you can go to SethBradleyESQ.com, so like Esquire, S-SethBradleyESQ.com. That will be set up for you to kind of tell me where you, what your interest is with me and then we can kind of point you in the right direction. I do have a number of businesses, so that site is kind of set up to guide you to the right resource.   Seth Bradley (34:22.542) Awesome. Well, thank you, Seth, so much for being here. And next time on our next podcast where we shatter limiting beliefs. Thanks for being here, Seth.   Thanks, Elena. Really appreciate it.   Links from the Show and Guest Info and Links: https://www.instagram.com/p/DJ7TLuEz93X/   Celina Eklund's Links: https://www.linkedin.com/in/celina-eklund/ https://www.instagram.com/celina.eklund/ https://x.com/AiryJane1 https://www.youtube.com/@CelinaEklund/featured https://www.facebook.com/CelinaEklundd https://www.threads.com/@celina.eklund   Seth Bradley's Links: https://x.com/sethbradleyesq https://www.youtube.com/@sethbradleyesq www.facebook.com/sethbradleyesq https://www.threads.com/@sethbradleyesq https://www.instagram.com/sethbradleyesq/ https://www.linkedin.com/in/sethbradleyesq/ https://passiveincomeattorney.com/seth-bradley/ https://www.biggerpockets.com/users/sethbradleyesq https://medium.com/@sethbradleyesq https://www.tiktok.com/@sethbradleyesq?lang=en

In this episode of the LeadCulture Podcast, Jenni Catron dives into the Define Phase of the LeadCulture Framework, where culture clarity becomes the driving force for thriving teams.Jenni sits down with Angela Shirley, an executive leader overseeing 70+ early childhood educators and 300+ students across multiple campuses. Post-pandemic, Angela faced burnout, high turnover, and the quiet undercurrents of negativity that can sink even the best organizations.Together, they explore how Angela:Discovered the hidden culture gaps affecting engagement, trust, and performanceCollaboratively defined core values with her entire team, turning abstract ideals into daily behaviorsCreated alignment and ownership across 150 staff members, giving voice to every employeeUsed core values to guide tough conversations, reinforce positive behaviors, and strengthen moraleTransformed culture into a competitive advantage, reducing turnover and building a thriving, people-focused workplaceThrough Angela's journey, leaders will see how intentionally defining values, beliefs, and behaviors isn't just “nice to have”—it's the key to turning hope into results, building alignment, and creating a culture your team chooses to stay for.If you've ever wondered how to move from aspirational culture statements to real, measurable outcomes, this episode is packed with insights you can apply immediately.Listen and learn: How to define your cultureAlign your teamLead with clarity, confidence, and intentionality.Check out Angela's full customer story here.We need your help to get the LeadCulture podcasts in front of more leaders! There are three simple things you can do that truly help us: Review us on Apple podcasts Subscribe - we're available wherever you listen to podcasts. Share - let your friends know about the podcast by sharing your favorite episode on social media!

In this episode of the Executive Function Brain Trainer podcast, hosts Dr. Erica Warren and Darius Namdaran focus on the vital role of teachers as champions of executive functioning. They share personal teaching experiences and discuss the significant challenges educators face, including political and parental pressures, and high rates of burnout. The episode explores practical strategies for integrating executive function skills into classroom teaching, emphasizing the importance of metacognition, explicit instruction, and facilitating different ways of processing information. Erica and Darius also highlight the use of technology and AI in helping students and educators manage workload efficiently. They conclude with a heartfelt acknowledgment of the hard work and dedication of teachers everywhere.LinksGallup – Workers Reporting Highest Burnout https://news.gallup.com/poll/393500/workers-highest-burnout-rate.aspx Devlin Peck – Teacher Burnout Statistics (NEA data) https://www.devlinpeck.com/content/teacher-burnout-statistics NCES – Teacher Turnover Rates (2020–21) https://nces.ed.gov/programs/coe/indicator/slc/teacher-turnover RAND – Teacher Turnover in Urban Districts (2025) https://www.rand.org/pubs/research_reports/RRA956-29.html North Carolina Department of Public Instruction – 2023–24 Attritionhttps://www.dpi.nc.gov/news/press-releases/2025/04/02/teacher-attrition-declined-2023-24-school-year-still-higher-average-past-several-years UMass Global – Teacher Turnover and Retention https://www.umassglobal.edu/blog-news/teacher-turnover AIR – Teacher Turnover Brief (2024) https://www.air.org/sites/default/files/2024-09/Teacher%20Turnover%20Brief.pdf Devlin Peck – Teacher Shortage Statistics (EdWeek data) https://www.devlinpeck.com/content/teacher-shortage-statisticsShovel 20% off use code: DRWARREN:  https://shovelapp.io/dig/108/   Notebook LM: https://notebooklm.google/ Quizlet: https://quizlet.com/ SPI and YPPI Assessments: https://goodsensorylearning.com/search?type=product&q=YPPI E-Fun Cognitive Flexibility: Executive Function Workbook for Kids: https://goodsensorylearning.com/products/e-fun-cognitive-flexibility-executive-function-workbook-for-kids E-Fun Inhibitory Control: Executive Function Workbook for Kids: https://goodsensorylearning.com/products/inhibitory-control-executive-function-workbook-for-kids E-Fun Working Memory: Executive Function Workbook for Kids: https://goodsensorylearning.com/products/e-fun-working-memory-executive-function-workbook-for-kidsPraise Can Be Dangerous by Carol Dweck: https://www.aft.org/sites/default/files/PraiseSpring99.pdf Executive Function: https://goodsensorylearning.com/blogs/news/tagged/executive-functioning Cognitive Flexibility:⁠⁠⁠⁠⁠ https://goodsensorylearning.com/blogs/news/dyslexia-and-executive-function Dyslexia Quiz: ⁠⁠https://bulletmapacademy.com/dyslexia-quiz/⁠⁠Inhibitory Control:⁠⁠⁠⁠⁠ ⁠⁠https://goodsensorylearning.com/blogs/news/poor-executive-functioning?_pos=3&_sid=19d2b3888&_ss=r Visualization:⁠⁠⁠⁠⁠ ⁠⁠https://goodsensorylearning.com/blogs/news/the-key-to-improved-attention-and-memory-for-optimal-learning?_pos=8&_sid=a9d61809a&_ss=r Inner Voice:⁠⁠⁠⁠⁠ https://goodsensorylearning.com/blogs/news/inner-voice-app?_pos=1&_sid=604e0b13e&_ss=r Working Memory: https://goodsensorylearning.com/blogs/news/tagged/working-memory Brought to you by:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://ivvi.app⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://goodsensorylearning.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://learningspecialistcourses.com⁠⁠⁠⁠https://goodsensorylearning.com/products/executive-functioning-coaching-assessment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://dropintoyourbestself.com/https://learningtolearn.biz/ 

Send us a textIn this episode, host Matt Jones is joined once again by Chris Koch to deep dive into company culture, recruitment, and building high-performing teams in the trades. Drawing from his experience with BDR and a recent read of Simon Sinek's “Start with Why,” Chris shares why getting back to the basics—knowing your company's mission, vision, and values—forms the bedrock of attracting and retaining top talent.⏱️ Timestamps:00:00 "Readiness Unlocks Effective Learning"05:10 "Becoming the Employer of Choice"06:56 "Cultivating Positive Work Culture"12:35 Effective Team Communication Goals14:02 Aligning Incentives and Communication Strategies17:56 Hiring and Managing Expectations20:47 EOS Management Structure Revamp25:01 Streamlining for Efficient Growth27:55 Fostering Growth Through Trust32:01 Balancing Culture and Productivity34:08 Challenging Hiring Process Benefits38:57 "Defining Roles Boosts Hiring Success"41:35 Leveraging Team Networks for Recruitment44:20 Effort Matters in Hiring Process48:40 "Seeking Committed Business Partners"Takeaways:Why “Start With Why” is more than a book title—and how it inspires staff at every levelCulture as your #1 recruitment tool: how top firms make the team do the hiring for themPractical hiring hacks to avoid costly mis-hires (plus the monthly ritual that keeps your culture on point)Matt and Chris unpack real-world strategies for becoming the “employer of choice,” from performance-based incentives to intentional hiring processes that go way beyond checking boxes. They discuss the power of clear communication, the importance of one-on-one meetings, and how a strong organizational culture turns team members into your company's best recruiters. Plus, they offer actionable tips on structuring interviews, keeping staff engaged, and the often-overlooked value of social gatherings and regular check-ins. Get FREE marketing insights for your business when you complete the Opportunity Scorecard - https://go.tradiewebguys.com.au/ Don't let your business fall behind—explore the power of AI with Tradie Hub. Visit tradiehub.net to see the innovative AI tools crafted just for tradies. Discover how you can stay ahead and transform your business with cutting-edge technology!

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If you've ever launched a course, membership, or product and wondered why your people aren't engaging with the resources you worked so hard to create, this snack-size episode is for you. Pulled directly from a live Q&A inside the Educators Lounge, this conversation with Tayler Cusick-Hollman reveals what really goes on after the sale. During […] The post 217: Maintaining Member Retention & Engagement with Tayler Cusick-Hollman appeared first on Laylee Emadi | Coach for Creative Educators.

Many gym owners burn out because they reinvent everything daily. In this episode, Chris Cooper shows you how to systemize your gym without killing your creativity.He introduces the concept of “freedom within a framework”—the solution to decision fatigue, staff chaos and businesses that get stuck in the Founder Phase forever.Coop explains exactly where to systemize and where to be creative in each area of your business:MarketingSalesRetentionOperationsLeadershipYou'll also hear how Two-Brain Business mentors help fitness entrepreneurs build solid systems that support their gyms' growth without forcing a model or method. Stop starting from scratch every day and start building the stable, profitable gym you want to run.LinksGym Owners UnitedBook a Call0:19 - The problem and its solution4:41 - Marketing and sales systems9:26 - Retention and referral systems11:53 - Ops and leadership systems17:26 - Mentorship gives you freedom

In this episode of the Lead Ministry Podcast, Josh Denhart and Bill Van Kirk unpack the vital topic of volunteer retention. They explore why keeping volunteers isn't just about filling slots, but about discipleship, stewardship, and honoring the people God has already entrusted to your ministry.If you've ever felt exhausted by constant turnover or afraid of burning out your team, this episode will equip you with a fresh vision and practical tools for retention.Key Topics CoveredRetention defined: what it really means to “keep” volunteersWhy serving is a spiritual life hack for discipleshipPractical use of the Five Love Languages for volunteer careKey Quote“Don't let your ministry become the meat grinder for volunteers.”Scripture ReferencesEphesians 4:11–12 – “...to equip the saints for the work of ministry, for building up the body of Christ”TakeawayVolunteer retention isn't just a staffing strategy, it's a discipleship pathway. When leaders steward their volunteers well—through encouragement, service, and personal care—they not only strengthen their ministry but also honor God.Call to ActionWe hope this episode encourages and equips you. Share it with a friend and stay tuned for more resources each week.Stay Connected for More ResourcesVisit our website: http://leadministry.comFollow us on Facebook: https://www.facebook.com/LeadVolunteersFind us on Instagram: https://www.instagram.com/leadvolunteers